Leaders of Leaders

• A working session designed to help participants make a greater impact in the overall leadership approach to leading managers
• The ability to understand organizational expectations and why they shift over time
• Learn the key leadership accountabilities that define highly effective leaders of leaders
• Insights into the behaviors that are part of the key leadership accountabilities that define highly effective leaders

Module 1: High Impact Leaders

1. Discuss the impact of effective and ineffective leaders
2. Agenda/Objectives/Expectations

Module 2: Contribution

1. Contribution expectations & the Stages of Impact
2. Role differences, requirements, and expectations
3. The working manager dilemma
4. Leadership Accountabilities overview

Module 3: Deploying Resources

1. Managing, dividing, and reallocating resources
2. Money, technology, support staff, personal time
3. Challenges, obstacles and assumptions
4. Strategies for effective deployment

Module 4: Managing Boundaries

1. Communicating and aligning strategies
2. Changing from a functional to an egalitarian viewpoint
3. The silo mindset and silo busting strategies

Module 5: Selecting First-Line Leaders

1. Mistakes, Challenges and Assumptions
2. Hiring clones and buddies
3. Selection based upon performance only
4. Selection Strategies
5. Building the leadership pipeline
6. Promoting internally/Hiring from the outside

Module 6: Developing First-line Leaders

1. Obstacles in Making the Transition
2. Holding first-line leaders accountable for leadership work
3. The value of stretch job assignments
4. Dealing with non-performers

Module 7: Fostering a Strategic Mindset

1. Creating a culture of innovation and risk taking
2. Strategic improvising
3. Helping an initiative succeed
4. Putting it all together (rapid-fire peer feedback, 100-day action items)

• Establish skills to build a climate for learning and trust within a team
• Comprehend practices in providing direct reports with context for outlining individual growth and impact
• An understanding of the most effective and ineffective approaches to coaching for performance and development
• Skills for establishing a climate for learning and trust
• Promote discovery and independence
• Delegate, instruct, and provide forward-looking feedback

Module 1: Introduction and Overview

1. Importance of Coaching?

a. Boost employee performance, productivity, and impact
b. Leadership growth and development
c. Address workplace problems
d. Drive employee engagement

2. What Coaching Is and What Coaching Is Not
3. Reflecting on Past Coaches
4. Coaching for Impact Framework
5. Results of Coaching Self- Assessment

Module 2: Coaching Foundations

1. Establish a Climate for Learning and Trust

a. Why Trust is so Foundational to Coaching
b. Trust Builders and Breakers

2. Provide a Context for Growth and Contribution

a. The Stages of Impact Model

i. Key Leadership Accountabilities for Each Stage
ii. Stages of Impact Assessment
iii. Leaders: Born or Developed?

b. Increasing leadership effectiveness:

i. Awareness and Willingness
ii. Letting Go and Focusing on Appropriate Leadership Behaviors
iii. Overcoming Obstacles to Meeting Expectations
iv. Sustaining the Change in Expected Behavior

Module 3: The Power of Asking Questions

1. Ask vs. Tell

a. Consider the Benefits and Drawbacks of Asking vs. Telling
b. Types of Questions (Open, Closed, Factual, Probing, Leading)
c. Designing Open-Ended Questions

2. Review the Three Levels of Listening

a. Listening for Verbal and Nonverbal Communication

Module 4: Situational Coaching

1. Promote Discovery and Independence

a. Coaching Styles: Directive vs. Supportive
b. Commitment vs. Compliance
c. When to Use Each Style

Module 5: Structuring Coaching Conversations

1. ARISE Coaching Process

a. Review ARISE Process and Questions
b. Complete Coach Preparation Guide
c. ARISE Coaching Process Skill Practice
d. Debrief and Discuss What You Learned

Module 6: Delegation and Feedback

1. Delegate, Instruct, and Provide Feedback

a. Reasons Leaders Don’t Delegate
b. The Importance of Stretch, Challenging Job Assignments
c. Types of Assignments by Stage of Impact
d. Six Delegation Checkpoints
e. Delegation Preparation Guide
f. Holding a Delegation Conversation
g. Evaluating Feedback and Elements of Effective Feedback
h. Providing Feedback for Performance and Impact

Module 7: Peer Feedback, Action Planning and Closing

1. Forward – Looking Feedback

a. Feed Forward Exercise

i. Record High Impact 100-Day Actions
ii. Review and Summarize Expected Outcomes and Next Steps
2. Feedback and Course Evaluation

• Define the keys to becoming an effective mentor
• Determine methods to successfully convey ideas onto managers and
  their direct reports
• Establish the ability to improve individual performance and organizational outcomes